Last edited by Gabei
Monday, February 10, 2020 | History

5 edition of Job Evaluation found in the catalog.

Job Evaluation

A Guide to Achieving Equal Pay

by Michael Armstrong

  • 303 Want to read
  • 31 Currently reading

Published by Kogan Page .
Written in English

    Subjects:
  • Budgeting & financial management,
  • Personnel & human resources management,
  • Human Resources & Personnel Management,
  • Business & Economics,
  • Business / Economics / Finance,
  • Business/Economics,
  • Business & Economics / Careers,
  • Business & Economics / Human Resources & Personnel Management,
  • Great Britain,
  • Job evaluation

  • The Physical Object
    FormatPaperback
    Number of Pages256
    ID Numbers
    Open LibraryOL7967601M
    ISBN 100749444819
    ISBN 109780749444815

    Reference to Northern College has been deleted from paragraph 7. Job evaluation became a major part of the answer. Harmonious relationship between employees and manager - Through job evaluation, harmonious and congenial relations can be maintained between employees and management, so that all kinds of salaries controversies can be minimized. There is no scientific or readymade method for weighting factors.

    Helps in removing inequalities in the wage system, making a comparative analysis of each job Job Evaluation book. Job evaluation does not design wage structure, it helps in rationalising the system by reducing number of separate and different rates. Minor changes have been made to notes relating to level 2 of the Knowledge, Training and Experience KTE factor in order to clarify the difference between levels 2 and 3. The first point system was developed in the s. Typically, Hay evaluations are carried out in a series of steps within any organization which chooses to use the method.

    Job specification - It provides particulars about capabilities that an individual should posses to perform the Job Evaluation book efficiently. Harmonious relationship between employees and manager - Through job evaluation, harmonious and congenial relations can be maintained between employees and management, so that all kinds of salaries controversies can be minimized. The number of factors will depend upon the nature of the jobs. Mental effort, physical effort, skills required supervisory responsibilities, working conditions, and other relevant factors. However, external HR Consultants are beneficial for their expertise and independent views.


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Job Evaluation by Michael Armstrong Download PDF Ebook

In this method, the overall job is compared with the other set of jobs and then is given a rank on the basis of its content and complexity in performing it. Thus, each job is compared against each other on this basis and is ranked accordingly. This article contains content that is written like an Job Evaluation book.

It utilizes few factors and thereby reduces the likelihood of overlapping. Confidential Data- the extent to which the employee is exposed to the confidential data. Therefore, an attempt should be made to define a job and thereby fix salaries for it.

This is possible only through job evaluation. Job Analysis Job Evaluation book Job Evaluation Job Analysis and Job Evaluation Job analysis is the process of identifying and determining in detail contents Job Evaluation book a particular job, thereby, Job Evaluation book defining duties, responsibilities, accountabilities, and skills associated with the job.

Definitions of Job Evaluation Below are given some important definitions of job analysis: Job Evaluation involves determination of relative worth of each job for the purpose of establishing wage and salary differentials.

In job evaluation, worth of a job is calculated while in performance appraisal, the worth of employee is rated. In such cases, jobs that call for greater effort, skill, and responsibility may pay less than jobs requiring fewer of these attributes; and individuals in the same or similar occupations may receive widely varying compensation.

How they are performed? These different but related steps may now be briefly reviewed: 1. The factors that are determined for job evaluation can be taken into account while selecting the employees. The advantage of this method is that it is consistent and less subjective, thus appreciable by all.

Points are only required to be discussed with the foreman, any discussion regarding money should be avoided. Participation of foreman in rating the job.

Specialization - Because of division of labour and thereby specialization, a large number of enterprises have got hundred jobs and many employees to perform them.

The main features of job evaluations are: To supply bases for wage negotiation founded on facts rather than on vague intermediate ideas.

Aims and Objectives of Job Evaluation: The overall aim of job evaluation is to assess and evaluate the nature of the work to be done in a particular job; the key tasks to be carried out, and the balance, difficulty, value, frequency and importance of these. This is a complex method.

The main advantage of the ranking method is, it is very easy to understand and is least expensive. Definition of Job Analysis The term Job Analysis refers to a very deep examination conducted in an organized way, to collect information about a particular job.

Assign money value points: For this purpose points are added to give the total value of a job: its value of a job; its value is then translated into terms of money with a pre-determined formula.

Job evaluation as a process is advantageous to a company in many ways: Reduction in inequalities in salary structure - It is found that people and their motivation is dependent upon how well they are being paid.

These factors are assumed to be constant for each set of jobs.

Job Evaluation: Meaning, Steps, Importance and Objectives

Performing desk audit by carefully examining documents used and tasks executed by employee. The final step is pricing the job structure to arrive at a wage structure. The various methods by which an HR Consultant can obtain the information for job description and job specification are: Observing the employee.

Job Analysis Human Resource Management

The techniques which have been commonly used tend to fall into one of the two main categories: Non-analytical or Non-quantitative or summary methods Analytical or quantitative methods.

Non-Analytical system and Analytical system. Board Review — once the jobs are all rated and the organization map is completed, the company board or equivalent will review the summary, the banding proposals, cost if any, to the company Job Evaluation book recommended activities to go live.An evaluation is the process of carefully examining a program or activity, among Job Evaluation book, in Job Evaluation book to determine areas of improvement in relation to various factors, such as its effectiveness.

An evaluation involves the collection and analysis of data and information with. Job Evaluation book. Read reviews from world’s largest community for readers. Far from being resolved by the enactment of the Equal Pay Act ofequ 4/5(4). Job evaluation differs from job analysis – the latter is the process of gathering information about a job, whereas job evaluation goes a stage further by placing a relative value on a job so that a fair and suitable pay framework can be produced.Job analysis is the process of identifying and determining in detail contents of pdf particular job whereas job evaluation specifies the relative value or worth of each job in an organization.

Lets understand the concept of job analysis and job evaluation in detail.An evaluation is the process of carefully examining a program or activity, among others, in order to determine areas of improvement in relation to various factors, such as its effectiveness.

An evaluation involves the collection and analysis of data and information with .Job evaluation determines ebook relative quality of jobs within an organisation and provides a rational basis for the design and maintenance of an equitable and defensible grading structure.

Job evaluation assesses the demands of a job. JEGS is used to determine the relativities between one role and another.